How to Choose the Right Raters
Balance perspective, credibility, and burden so feedback reflects how the leader is actually experienced.
Read playbookResources / Intelligence
Practical thinking on leadership feedback that works.
High-performance frameworks for the modern executive team.
Sample report
Assessment and development outputs built for talent decisions and coaching debriefs — concise, structured, and ready to use the same day.
View sample reportShort guides you can use with clients and stakeholders.
Balance perspective, credibility, and burden so feedback reflects how the leader is actually experienced.
Read playbookA practical cadence for launch, reminders, and completion — without burning out raters or the participant.
Read playbookPair performance signal with leadership experience so talent conversations stay grounded in evidence.
Read playbookHow teams deploy Interval 360 in the wild.
Fewer coordination hours, faster cycles, and reports leaders actually use in development conversations.
Read more →Replacing a legacy 360 with a lighter, AI-assisted flow — without sacrificing rigor for talent reviews.
Read more →Raters provide structured input through a secure flow. Reports aggregate themes and patterns so individual comments are not attributed in a way that identifies a single rater.
Yes. Many coaches purchase per assessment and use outputs directly in debriefs — no separate platform license required.
You receive an assessment-oriented report for talent decisions and a development report for the leader, each formatted for immediate use.
Reports are delivered the day after the assessment closes. Once rater input is complete, synthesis runs automatically overnight.
Occasional intelligence on leadership feedback — no spam.